The environment at the workplace is an essential factor that affects the functioning of an employee, his/her motivation, efficiency, and outcomes. For this reason, it is critical to devote significant attention to the monitoring of this factor and investigation of all points that impact its state. Speaking about the healthcare sector, this issue acquires the top priority because of the need for the better cooperation between all specialists that could be achieved only in terms of the appropriate working environment (Leiter & Laschinger, 2006). For this reason, different specific toolkits provide both employees and employers with an opportunity to assess the current state of the working environment and find areas that should be altered to ensure the increased efficiency of diverse health units functioning.
Using the toolkit suggested by the Royal College of Nursing, we will check an organization again the suggested indicators to ensure that appropriate relations between workers are cultivated and the unit promotes dignity at work. The first four items include (RCN, n.d.):
- an effective bullying and harassment policy – yes
- a robust, consistent response to incidents of violence at work – yes
- a safe environment/culture for staff to raise concerns without fear of reprisal, and appropriate support for those who do – yes
- policies that promote dignity and diversity in all workplaces – yes
These four units indicate that the current workplace environment in the health unit could be considered satisfactory. The rationale for positive answers is explained by several factors. First, the selected medical unit adheres to an efficient and strict harassment policy that helps to minimize cases of intolerant behaviors or sexual discrimination. All workers realize the fact that their wrong behavioral patterns are inadmissible and will be punished. For this reason, all specialists feel safe and cooperate in mixed teams. This factor apparently contributes to the improved working environment and better outcomes.
Second, managers and leaders respond to incidences of violence appropriately. Using employees reports and feedbacks, they reveal cases of violence or abusive behaviors and discuss them to cease their development and punish all initiators of conflicts. The severity of punishment depends on the nature of the conflict, character of violent behavior, and consequences triggered by these inappropriate actions (Leiter & Laschinger, 2006). In such a way, the robust response helps to guarantee security to all workers and avoid bullying.
The next point in the checklist indicates that all workers can raise specific concerns related to different peculiarities of the existing working environment, its quality, and problematic areas. It is a core component of the functioning of every organization as its employees have an outstanding power to contribute to its development by suggesting new ideas for its improvement (Kelly, McHugh, & Aiken, 2011). In such a way, the appropriate state of this issue is important for the working environment.
Finally, the last aspect is related to the cultivation of the appropriate culture that promotes dignity and diversity within the collective. At the moment, introduced policies contribute to the enhanced cooperation and elaboration of the respectful attitude to all employees regardless of their status, gender, age, and position.
Altogether, all options mentioned in the checklist are crucial for the cultivation of the appropriate working environment and enhanced performance of workers. There are policies that cultivate dignity and diversity. Moreover, all inappropriate behaviors are monitored and eliminated. This approach results in the increased efficiency of the unit and its further development.
References
Kelly, L., McHugh, M., & Aiken, L. (2011). Nurse outcomes in Magnet and non-Magnet hospitals. Journal of Nursing Administration, 41(10), 428-433.
Leiter, M., & Laschinger, H. (2006). Relationships of work and practice environment to professional burnout: testing a causal model. Nursing Research, 55(2), 137-146.
Royal College of Nursing (RCN). (n.d.). Healthy workplace toolkit. Web.